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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Solution Architect - Talent Technology Engineering - **Company:** Netflix, Inc. - **Location:** Los Gatos, United States - **Experience:** Expert - **Salary:** $350,000.0 - **Contract:** Permanent contract - **Skills:** Application Programming Interfaces (APIs), Data Analysis, Data Architecture, Data Transmissions, Data Governance, SuccessFactors, Data Streaming, Systems Integration, HR Software, Oracle HCM, Workday - **Published:** August 17, 2026 - **Apply:** https://www.dice.com/job-detail/fc6b9843-f672-4b18-bb16-a4e3d6702308 ## About the Role * 8-12+ years in enterprise engineering/architecture roles, with significant time as a Solutions / HR Tech / ERP architect or equivalent. * Hands-on experience architecting ecosystems with multiple 3P HR systems and custom 1P services. * Deep understanding of at least one major HCM or HR suite (Workday, SAP SuccessFactors, Oracle HCM, etc.), including integrations and extension patterns. * Understanding of Modern integration patterns and data modeling for people/HR domains, and security, privacy, and compliance expectations around employee data. * Demonstrated ability to operate as a horizontal architect serving multiple teams. * Influence and challenge senior stakeholders (HR, Eng, vendors) with clear, data-driven arguments. * Make non-obvious architectural trade-offs and live with the consequences. ## Description You are responsible for the North Star architecture of extend 3rd party systems across multiple HR domains and vendors. This role is a horizontal architect position for HR Technology. The architect is accountable for designing and governing the foundational HR systems and integrations that HR, Talent teams rely on, across both third-party (3P) platforms and first-party (1P) services. What You'll Do 1. Architect the HR Tech Ecosystem North Star & Strategy * Define and maintain the target architecture for HR technology across domains * Develop a multi-year ( 2+ years) architecture roadmap describing how HR systems, integrations, and data models evolve to support business strategy (e.g., growth, new markets, workforce models). 3P + 1P Boundary Setting * Determine what capabilities sit in 3P platforms versus 1P services. * Decide when to leverage vendor capabilities versus building differentiated 1P experiences. * Assess when to consolidate, sunset, or introduce vendors. * Establish guardrails for configuration vs customization vs 1P extensions within HR platforms. Standardization & Paved Roads * Establish and own standard patterns for: + HR data models (e.g. positions, organizations, compensation, locations). + Integrations (APIs, events, batch, and file-based, where necessary). + Identity, entitlements, and access control across HR systems. * Deliver "out-of-the-box" solutions and reusable templates to minimize one-off integrations and fragile implementations. Foundational Systems * Lead the architecture of foundational HR systems and services that serve as horizontal sources of truth (e.g., worker master, job catalog, HR events). * Ensure these systems meet requirements for completeness, correctness, timeliness, and auditability to support HR and downstream Finance/Compliance needs. 2. Data Architecture (Horizontal Across Domains) Data Ownership & Lineage * Define golden sources for HR entities and how data flows into analytics, Finance, Security, and other consumers. * Ensure HR data is traceable, auditable, and explainable from original source to reporting and downstream usage. Non-Functional Requirements Embedded * Embed security, privacy, and regulatory requirements directly into the architecture, including: + Regional data residency and cross-border data transfer considerations. + Role-based access controls and least-privilege principles. + Employee privacy expectations and internal policies. * Partner with Security, Privacy, and Legal to convert these requirements into repeatable technical patterns rather than ad-hoc process overlays. 3. Decision-Making, Stakeholder Management & Influence * Engage with Talent and cross functional partners to understand processes, pain points, and risk areas * Translate business outcomes into solution architectures that are sustainable, maintainable, and aligned with long-term strategy, not just limited by immediate tool configuration options. Influence * Provide architectural direction to engineering teams building 1P services and integrations. * Review solution designs and identify approaches that conflict with the target architecture. * Enable vertical/domain teams to focus on business needs by ensuring the horizontal foundations are robust and well-defined. * Represent the HR architecture to 3P vendors and partners. * Evaluate and, where necessary, challenge vendor proposals that increase complexity, create lock-in, or duplicate existing 1P capabilities without clear benefit. Making Trade-Offs * Make explicit, documented decisions on: + Short-term HR needs versus long-term ecosystem health and simplification. + Level of customization versus maintainability, scalability, and upgradeability. * Document decisions and rationale and be prepared to revisit them when new evidence emerges. 4. Execution & Ownership * Identify opportunities to rationalize redundant tools, platforms, and integrations. * Propose and lead decommissioning efforts for low-value, high-cost, or overlapping components. * Champion an architectural approach that reduces complexity, improves reliability, and lowers total cost of ownership across the HR technology landscape. ## Related Videos - [What if your HR software adapted to you, not the other way around?](https://www.wearedevelopers.com/videos/100259-what-if-your-hr-software-adapted-to-you-not-the-other-way-around) - [Destigmatizing the Workplace: Building Real Inclusion](https://www.wearedevelopers.com/videos/1492-destigmatizing-the-workplace-building-real-inclusion) - [Key HR Trends in 2024: Overcoming a Year of Emotional Disconnect](https://www.wearedevelopers.com/videos/1271-key-hr-trends-in-2024-overcoming-a-year-of-emotional-disconnect) - [Get Your Stack Together: Building the Right Recruiting Tech](https://www.wearedevelopers.com/videos/1295-get-your-stack-together-building-the-right-recruiting-tech) - [DevOps at Netflix](https://www.wearedevelopers.com/videos/270-devops-at-netflix) - [WeAreDevelopers LIVE - How DevRel Makes Tech More Human](https://www.wearedevelopers.com/videos/2149-wearedevelopers-live-how-devrel-makes-tech-more-human) ## Related Articles - [Highest Paying Tech Companies for Developers](https://www.wearedevelopers.com/magazine/220-highest-paying-tech-companies-for-developers) - [How Much FAANG Companies Actually Pay Software Engineers in 2025](https://www.wearedevelopers.com/magazine/230-how-much-faang-companies-actually-pay-software-engineers-in-2025) - [Is Software Engineering Over-Saturated?](https://www.wearedevelopers.com/magazine/418-is-software-engineering-over-saturated) - [How We Built a Worry-Free System That Runs for 10+ Years – And What We’d Do Again](https://www.wearedevelopers.com/magazine/751-how-we-built-a-worry-free-system-that-runs-for-10-years-and-what-we-d-do-again) - [Résumé-Driven Development: How IT trends affect the job market for software developers](https://www.wearedevelopers.com/magazine/59-resume-driven-development-how-it-trends-affect-the-job-market-for-software-developers) - [Does The Tech Industry Have The Best Work-life Balance?](https://www.wearedevelopers.com/magazine/427-does-the-tech-industry-have-the-best-work-life-balance)